Outcomes (What Success Looks Like in 12–18 Months)
○ Develop and execute a people strategy aligned with LeanData’s business goals.
○ Build a 12–18 month roadmap covering talent acquisition, employee experience, performance, change management, and organizational design.
○ Set the right tone and tenor for diversity and inclusion which maps to LeanData’s values and strengthens the culture through various perspectives, supporting and amplifying employee-led initiatives.
2.
Leadership Development & Culture
○ Launch and embed a first ever leadership development program for first-line and mid-level managers.
○ Establish and reinforce a culture of feedback, accountability, and trust across all teams through a scalable programmatic approach beyond the existing performance management program.
○ Streamline and clarify decision-making frameworks agreed upon by E-Team to accelerate execution.
○ Inspire a learning culture to leverage AI to maximize employee potential.
○ Maintain and further cultivate a culture of belonging currently measured by the eNPS question, “I feel comfortable sharing opinions at work” (76% favorable, 19% neutral and 5% disagree).
○ Equip all managers with a consistent framework and philosophy to elevate their perspective on top talent in order to build a championship-caliber team.
○ Improve quality-of-hire metrics across key roles.
○ Design a high-impact onboarding experience with a 90%+ employee satisfaction rating.
4.
Performance & Compensation Systems
○ Lead the design, align with E-Team, and implement a transparent, competitive market and internally aligned compensation philosophy.
○ Continue to enhance our recently launched performance management framework, that supports accountability, consistency, as well as rewards, at all levels throughout the company.
○ Review our recent efforts on job leveling for the company to evaluate pay equity.
○ Listen, gather, and align with E-Team, then implement a fair, consistent and transparent promotion philosophy within LeanData that is in line with market practice.
5.
Employee Engagement & Retention
○ Achieve an employee engagement score of 80%+, building from baseline eNPS of 55, and efforts to engage high performers (rated 4 and 5) to reduce voluntary attrition.
○ Introduce action-oriented goals to support the eNPS bi-annual surveys and track follow-through on results.
○ Effectively foster connection and engagement among our smaller fully remote population, including a team in EMEA, ensuring they feel deeply integrated into LeanData’s culture and empowered to do their best work.